Manager, People & Culture

• Promote, build and support employee professional development, expertise, performance, on-boarding, and succession planning.
• Provide expertise and leadership in the review, updating, and implementation of personnel and Health and Safety policies, procedures, and guidelines aligned with the County policy framework.
• Facilitate continuous quality improvement, changes and responsiveness to service increases, changes or decreases.
• Act in a professional and responsible manner to protect the integrity of employees and the business of Rocky View County.
• Display a professional and ethical responsibility to protect privacy, use information appropriately, and maintain the confidentiality and security of all information related to employees, business and residents of Rocky View
• Actively participate during County emergency response situations.
• Ensure Supervisors have a clear understanding of their role and responsibilities relating to RVC’s health and safety program and the Alberta OHS Act, Regulation and Code.
• Perform other duties and special projects as assigned.

Employee/Labour Relations

• Develop, position and implement management strategies to align RVC’s workforce to meet future business requirements.
• Lead negotiations and arbitration hearings, guiding external counsel and advisors.
• Direct a team of HR Advisors on day-to-day employee relations matters.
• Oversee the education, administration and interpretation of collective agreements and RVC personnel policies and procedures.
• Maintain strong relationships with bargaining unit and employee group representatives.
• Work with management to identify and resolve HR issues while upholding RVC’s people philosophy, organizational values and management principles.
• Support social and networking activities (e.g. County social club, annual events).

Talent Management

• Oversee the County’s recruitment and onboarding processes to enable hiring of competent staff and effective transition to productive employees.
• Oversee the identification of employee, management and department team development needs and the creation of development and learning opportunities to meet these needs.
• Provide advice, support, and tools for succession planning and career path processes.
• Assist HR Advisors and County leaders with work and job design.
• Promote cross-functional collaboration, professional development and knowledge sharing.

Total Compensation

• Research, review, and report on compensation, benefit, reward and recognition practices in municipal and public sectors to ensure RVC is competitive in the marketplace.
• Participate in benefit audits and implementation of changes to the benefit programs.
• Ensure that job classification systems reflect labour market standards and match organizational and departmental objectives.
• Identify key compensation and classification issues (internal equity, compression, role expansion, etc.) and develop practical solutions.
• Recommend, communicate and implement a strong compensation philosophy that aligns with operating
• Collaborate with Executive Leadership Team on the implementation of settlements and exempt compensation decisions.
• Provide guidance and oversight to the County’s reward and recognition programs.

Illness, Injury & Disability Management

• Oversee the County’s Ability Management Policy, programs and providers including Personal and Family Sick Leave, WCB, Short- and Long-Term Disability, Employee and Family Assistance (EFAP), Return to Work (RTW) processes, and modified work/accommodation plans.
• Identify absence and disability trends and improvement opportunities through regular audit of the Disability Management program, taking appropriate action.

Health and Safety

• Provide advice, coaching and oversight to the County Health and Safety staff, committees and program to ensure worker compliance with safety policy, procedures and legislation.

Strategic

• In coordination with the Executive Director of Corporate Services, represent the County through participation in various associations, governmental, and public committees, working groups, and boards.
• Responsible for developing a department business plan aligned with the corporate business plan, Council’s strategic plan, and the People Strategy, and reporting as required on the business plan achievements and performance measures.
• Direct Department planning, development, and delivery of programs and services, and foster changes and improvements that make these programs and services cost effective and efficient delivering quality services that support and improve the quality of life of County residents and ratepayers.

Management | Leadership

• Establish and maintain a high level of employee performance within the People & Culture team through effective recruitment and selection, engagement, mentoring and coaching, performance management and discipline including employee termination.
• Participate in the management of employee relations, provide input on personnel requirements, employee performance feedback, and input on performance reviews.
• Manage operational area with an emphasis on efficiency, accuracy, quality and safety to ensure a superior level of customer service.
• Plan, develop, organize, implement, evaluate, and direct the activities of the department, ensuring the fulfillment of project assignments within budget, with quality, and on schedule.
• Set priorities and department workflow, providing each subordinate with achievable goals and resources.
• Identify staffing requirements and initiate and participate in the recruitment process.

Fiscal Management

• Participate in all short- and long-term financial planning processes, ensuring continued improvement in all facets of the Department’s financial affairs.
• Ensure effective financial planning and expenditure controls are in place and is accountable for fiscal responsibility, efficiency, and restraint, while maintaining integrity and effectiveness in all aspects of administration for programs and services of responsibility.
• Participate in the preparation of annual budgets for operating and capital programs as well as staffing budgets in accordance with guidance from the ELT pursuant to the Municipal Government Act.
• Monitor and provide updates to the Executive Director on the operating and capital budgets; and in particular report on variances between budgeted and actual expenditures.